Posts Tagged ‘intentional infliction of emotional distress’
Wednesday, November 13th, 2013
Show: Central Standard, KCUR-FM NPR, Kansas City Public Media, Nov. 12, 2013
In light of the recent NFL bullying scandal where Richie Incognito’s inappropriate locker room behavior landed him in the national spotlight, we explore the reality of adult bullying. We talk about how prevalent adult bullying is, as well as how important it is for managers and supervisors to enforce anti-bullying policies in their workplaces.
Host: Bill Anderson
Dennis Egan, Trial Lawyer for the Popham Law Firm
Dr. Gary Namie, social psychologist with Workplace Bullying Institute
Follow the full NFL story in the Category list in the sidebar: NFL: Jonathan Martin
Tags: Bill Anderson, Dennis Egan, employment law, Gary Namie, intentional infliction of emotional distress, Jonathan Martin, Miami Dolphins, NFL, Richie Incognito, workplace bullying
Posted in Broadcasts: Video, TV, radio, webinars, Media About Bullying, NFL: Jonathan Martin, Tutorials About Bullying, WBI Education | No Archived Comments | Post A Comment (
Monday, February 18th, 2013
Outrageous By Any Other Name
Bullied targets are not believed. Sometimes the disbelief is rooted in the outrageousness of perpetrators and the innovative cruelty they inflict on targets. It’s hard to believe people can be so vicious.
There are three principal groups who deny bullying as it actually happens. Each group of disbelievers is discussed in separate audio tracks to make WBI Podcast 32.
Listen to all three parts in one clip:
Or in separate sections:
1. U.S. biz school researchers who cite “victim precipitation” as a cause
2. Employers — executives and HR
3. U.S. courts who make proving that the bullying was outrageous nearly impossible
Tags: Gary Namie, HR, intentional infliction of emotional distress, outrageous conduct, targets not believed, victim precipitation, WBI podast
Posted in Healthy Workplace Bill (U.S. campaign), Podcasts, Rulings by Courts, WBI Education, Workplace Bullying Laws | No Archived Comments | Post A Comment (